Suffolk staff urges consultant review of step plan as regional pay practices shift

City human resources staff on Dec. 9 presented a review of Suffolk’s compensation and step plan, concluding that recent changes in neighboring localities have reduced the city’s competitive advantage and recommending a consultant‑led comprehensive review.

Jessica Stallings, director of human resources, summarized Suffolk’s April 2022 citywide step plan and noted that, at implementation, Suffolk had differentiated pay to lead the local market for certain positions. Compensation Manager Brent Esper said Norfolk and Portsmouth recently revised step plans — Norfolk’s new minimum rates and consistent 12‑month step movements were singled out — and that Suffolk’s step plan includes longer wait periods starting in year four, which reduces competitiveness as employees progress.

Staff presented turnover and applicant‑flow data, noting Suffolk’s overall voluntary turnover improved (cited as about 8.5% in 2025) and that recruitment remains competitive for many public‑safety roles but more difficult for specialized positions such as attorneys and engineers. Recommendations included adopting a more competitive compensation structure and commissioning a consultant to review overtime utilization, special pays and staffing levels; staff suggested using year‑end savings or bringing an ordinance within 30–45 days to fund an earlier study.

Council members thanked staff and supported a consultant study but stressed careful analysis before making interim pay changes that could create inequities. Council asked whether short‑term bridging measures (for example, temporary COLA‑style adjustments or leave‑conversion options) could be used to avoid falling further behind while the study proceeds; staff said such ideas require budgetary and policy analysis, IRS considerations and more detailed study.